When talking with education professionals about the barriers to innovation and personalized learning models, almost all point to one commodity that they need more of; time. However, time is not something you cannot simply manufacture more of.  This often leads to frustration, a sense of helplessness, and few solutions that address the status quo. In our collaborations with educational organizations, those that are overcoming the time barrier are thinking about the following:


Vision Alignment

Initiative overload and uncoordinated program implementation are sure-fire ways to inefficiently use the time you do have. A comprehensive vision and strategic plan should serve as the roadmap for all initiatives in your organization. A well-developed vision and plan serve as THE work of an organization rather than something else to add on.

“The Plate”

We often hear the phrase “I don’t have any more room on my plate” when working with educators. Most of the time, this is because over the years they have not removed items that aren’t working or are the remnants of old initiatives. Conducting an exercise, in which you examine everything currently on the “plate” to systematically remove anything not in direct alignment with your vision, should be an annual activity and can provide the needed incentive for educators to innovate.

Removing Labels

How are you currently using the time you do have? Most organizations will tell us about their staff meetings, professional learning community time, goal teams, committees, mandated professional learning time, etc. We always ask people to consider removing the labels and consolidating the total allotted time into one “bank” of minutes. From that bank, allocate time according to needs that align with your vision. This leads to personalization of how contractual time is used by individual schools and ultimately increased efficiency with the time we already have.

Talent and Tools

More often than not, schools have under-utilized talent and tools in their organization.  We have great educators, parent and community volunteers, and in most cases a basic technology infrastructure. We must do more to get the most out of our existing talent and tools though. Investing in personalized professional learning that enables our human resources to branch out and become responsible innovators is critical. This includes opportunities to use technology to leverage time in our stakeholders’ favor. Having a wealth of resources does nothing if we don’t invest the time into learning how to best use them.

We would love to hear about how you are re-imagining time or planning to do so. As always, please contact us with your questions and organizational needs. G&D can help!

“Fear is the path to the dark side. Fear leads to anger. Anger leads to hate. Hate leads to suffering.”
- Yoda


Yes, I did just quote Yoda!  The quote above has been heard by millions and applied to many facets of life.  Today, I am struck by how relevant this is to education. As more and more people begin to think about meaningful innovations in teaching and learning, it is important to deliberately think about the components that Yoda so wisely points out:

1. Fear: When we start to work with districts and teachers around the country, the first thing we try to do is get a sense of who they are. Many share their excitement about putting together a comprehensive vision of what teaching and learning can look like in five years. What we really listen for, however, is what educators are worried about regarding innovation and the implementation of new ideas. Helping clients to address these fears is the critical part of our work. Fear is the number one reason that we see for resistance to change. Fear of failure. Fear that they lack the skills to do a vision justice. Fear of what others will think. Without purposeful development of effective communication structures and personal learning opportunities (for students, staff, and the wider community), fear will grow and fester, leading to…
2. Anger: When people are fearful, they typically withdraw. When you continue to push on people who have withdrawn they get angry. Anger in educators comes from the fear, not because they don’t want to change, but because they are sick of not receiving the trust and support needed to be successful. Educators went into this business for kids, but we have spent years throwing initiative after initiative at them without the benefit of a larger vision or true strategic plan. When anger continues to grow, it leads to…
3. Hate: Hate is a strong word! Educators don’t hate change. In fact, their whole existence has been about change. Change of students, leadership, learning environments, and yes, initiatives. This is where the hate is often targeted. A general hate for new initiatives because they have not been supported with vision, planning, end user input, skill and resource development, and proper incentive. This leads to…
4. Suffering: Again, another strong word, but a condition we witness all too often. Children are suffering from an education system that is not broken, rather is less relevant to the needs of industry day by day. Educators are suffering because they are harnessed by shortsighted testing measures and a lack of autonomy to be responsible risk takers in their craft. Society is suffering because, although our best students are really good at school, industry is telling us that they have to commit an unreasonable amount of resources to train new employees in the personal and professional competencies that K-12 and higher education should be focusing on.

This is the path to the dark side of education. Were we become cynical and begin to burn out. Where closing our door and keeping innovation to ourselves is easier than true collaboration. Where the passion we had when we became educators has faded to a dimmer version of itself.

The dark side is quicker and often more seductive, but not more satisfying! Open your doors and begin the conversations with teammates, community members, and your leadership that will lead to greater understanding. Eliminate the fear people feel through skill and resource development as well as through intentional culture building and communication. Keep the Knoster Model of Complex Change Management in mind and let us know how we can help you and your organization. May the force be with you!

- Scott